29 Aug 2019
Carlin Hall has long-standing relationships with 20 out of 30 Top Executive Search Firms in the world. This collaboration leads to many successful placements.
Here, we speak to Ru Bowman, who has recently placed a Fee Earning Consultant at one of the Top Tier Executive Search Firm.
Ru, tell us about your client…
My client is a top tier executive search firm, who we work closely with in London, and the largest search firm in Wales who has been delivering searches in Wales for about 20 year. They were struggling to find the correct candidate so reached out to Carlin Hall to ask for help finding a fee earning consultant.
What exactly were they looking for?
This hire was to come in and support the Managing Partner and be second in command within their regional office. They needed to be a fee earning consultant and a person who could act as a mentor to the Associates within the office.
This client recognised that long-term they need to offer a more flexible working option for those people who join them to attract and retain talent. The successful hire was a working mother who was looking for an opportunity which would support her career but also fit around her existing childcare commitments.
How did you approach the process?
I spoke with a number of candidates, discussing their current situation and needs as well as the opportunity. One of these candidates was a Regional Managing Director of a boutique search firm. I interviewed the candidate over the phone and qualified her to have the relevant experience, personality and cultural fit for the role. I discussed the opportunity with the candidate and then sent the job description over to her. I also spoke with the client’s Head of Talent and explained why I thought the candidate was a relevant, strong candidate.
Did it appear to be a good match?
Yes, the Head of Talent invited the candidate to meet with the Managing Partner of the regional office. After a successful first stage interview, the candidate was invited back for a second stage where she met the rest of the team in the office and the Managing Partner.
What happened next?
The candidate was invited to the London HQ where she met with the CEO and a couple of days later, the COO. Both the CEO and the COO interview all candidates that are fee earners or above. The fourth round was a particularly important round as the COO had worked very closely with the Managing Partner of the Cardiff office.
How did you support the candidate throughout the process?
I described to the candidate what to expect and how to prepare. For example, I explained that the purpose of the first round meeting was to check cultural fit and for both parties to get a bit ‘more colour,’ while the second stage was to check cultural fit with the team and was intended to be more competency based with the Managing Partner. I also advised her on the interview styles, question subject and personalities of the interviewers.
What was the outcome of all these interviews?
The interviews were successful and the candidate accepted her ‘dream job.’ I advised her on her exiting her current business and a start date was agreed. On the other hand, the client was delighted to have the necessary support within the regional office.
Finally, how long was the whole process?
It took only about 3 months from initial approach to accepted offer.